With a glut of potential workers to choose from, some companies are being extraordinarily choosy. The New York Times wrote about employers who are “Wait[ing] for Perfection.”
The article paints a harrowing picture of the current job search process:
[E]mployers are bringing in large numbers of candidates for interview after interview after interview. Data from Glassdoor.com, a site that collects information on hiring at different companies, shows that the average duration of the interview process at major companies like Starbucks, General Mills and Southwest Airlines has roughly doubled since 2010.
“After they call you back after the sixth interview, there’s a part of you that wants to say, ‘That’s it, I’m not going back,’ ” said Paul Sullivan, 43, an exasperated but cheerful video editor in Washington. “But then you think, hey, maybe seven is my lucky number. And besides, if I don’t go, they’ll just eliminate me if something else comes up because they’ll think I have an attitude problem.”
Like other job seekers around the country, he has been through marathon interview sessions. Mr. Sullivan has received eighth- and ninth-round callbacks for positions at three different companies. Two of those companies, as it turned out, ultimately decided not to hire anyone, he said; instead they put their openings “on hold” because of budget pressures.
Adding insult to injury, discrimination against the unemployed remains frustratingly legal in most of the country.
This piece on AOL Jobs delves into that vexing issue, and the findings are depressing:
To test why the situation was so screwy for the long-term unemployed, Rand Ghayad, a doctoral candidate at Northeastern University, sent out 4,800 fictional resumes. All the made-up applicants could boast identical credentials, but had been unemployed for different lengths of time, and worked in various industries. He found that employers almost never got in touch with applicants who had been out of work for over six months.
That’s bad news for the 4.7 million Americans — or 38 percent of the unemployed — who fall into that category. As Ghayad puts it: “It isn’t that firms aren’t finding the right workers, but that employers are screening out the long-term unemployed.”
If you have any questions about current law in employment matters, please contact The Harman Firm today.